Does anyone else find it troubling that firm holidays are not factored into our utilization targets? Think those 12 days should be removed from the CSH 🎯 denominator we're judged by at YE.

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They should also back out any hours they claim are mandatory training hours (like time spent at DU where they require you to be focused on training). The logic is so flawed. They ask you to tell project leads you're unavailable for client work but then don't back that time out of your annual target.

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Guys - it's dollars and cents. The firm has goals. If they took holidays into account for utilization they would just raise the utilization targets. I thought analysts were supposed to be good at math?

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The whole calculation is BS

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Agree 100%

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We are evaluated against each other. The calculation is the same for all of us. THIS DOES NOT MATTER.

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Just because it's used universally doesn't make it less stupid.

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Nobody here is going to disagree with you...unless they are part of the management team who gets to dip into the portion of the bonus pool we all lose out on for missing utilization targets.

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D4 It does to an extent. It deceptively gives the firm an excuse to say we're hitting goals vs. exceeding them

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Hey M1- thanks for your insightful contribution. You know how things change? People talking about what bothers them and comparing standards in the marketplace. Also, know who are fucking up D's util #s the most this year? Managers. So step down.

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M1, you're right, just because you got through it, and even acknowledge it was bad, we should never try to improve things for those younger than ourselves. What awesome leadership qualities you're exhibiting.

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If people are truly expected to take time off on firm holidays, why make the expectation include holidays? Seems like we should be working off an assumption of total *possible* bill days/ hours (e.g. 248 bill days instead of 260). Makes our % targets so deceptive.

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Billing 45hours a week, the math works to still take PTO and training. It keeps you motivated to not sit on the bench and own your career and finding the next opportunity.

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A lot of the assumptions here are also based on 45 billable. Many projects only allow 40

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D3- you're missing the point. The messaging is inherently deceptive. Say you're an SC and you're told your target is 87% or 1800 hours. In reality, since you're measured at 2,080 hours, your target % is actually about 91%. By not factoring in holidays, you're inadvertently telling people that time off actually doesn't matter. I'd be curious what targets are for firms by level who do factor in time off. I'd be willing to bet they are not as commensurately high as Ds are.

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@D2 for tech c's it's 95% 😖

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Lol D4 so naive. No, util metrics are not measured against your peer group, I guarantee you if you don't hit your target this year, you will not get promo'd, even if most of your peer group does not make target.

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Utilization = Revenue

All that really matters is what you generate

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OP is totally wrong. I didn't hit utilization goal last year, got a 1 and was promoted.

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Please correct me if I'm wrong, but at 25 PTO days and 12 holidays, if you bill 9 hours a day on all other working days, that leaves you with just a 15 day cushion to hit 90%. Now throw in 3-5 days of training at DU and you're at 10-12 days of cushion before you miss the 90% target. So if you experience a 2 week (10 working day) haul on the bench early in the year, you HAVE to sacrifice your PTO to have any chance of hitting your 90% target unless you get on a project that allows you to book +9 hrs a day to make up the deficit.

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Agreed. Deloitte US has worse policies in this regard than other member firms. Australia doesn't count PTO against utilization, and the U.K. has more reasonable targets.

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Got offer from BCG for ECT. Read numerous comments about ECT being not attractive compared to Generalist track. Also heard challenges about billability/utilization. Any views/ guidance appreciated!
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Somewhat Deloitte specific, but the Deloitte bowl is mean so posting here

I’m up for promotion this year, and I’ve been working so hard and my feedback is amazing and I’ve wanted this for awhile. Now, an immediate relative is actively dying and I may go out on a short leave, and I also have some PTO planned so that I can visit family oversees later this fall. With all that’s happening, I’m not going to hit my 90% utilization target, which is a checkbox in my promo. (cont).

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My experience seems that the ones let go, had weak network.

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What does this Standard Utilisation and Adjusted Utilization mean? What should be the target Utilization.

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Pros and Cons of Flexible/Unlimited time off policy while maintaining the utilization targets to avail leaves?

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Promoted to SSE with 25% hike and VP as 9% . I had received ACE award in Q3 . I have also maintained utilization report 100% still I got less VP. Can I ask manager to revisit the component

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Have any respiratory therapists found jobs OTHER than being a clinical RT? I want to possibly change careers, but I am finding that a lot of jobs (clinical liason, utilization review, etc) want you to have a nursing degree, not a respiratory degree. I feel like as an RT we are limited to jobs.

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fam, want to get out of debt in 2021. need help. i have ~95K in debt ~50/50 credit cards and student loans. my credit score is ~600. i make ~175K a yr. but the biggest hits on credit are 1) utilization and 2) history (~4 years avg). i made some mistakes with credit cards a few years ago and am holding ~40K @ ~22% int. my thought is to get a personal loan for ~50K but due to my credit, that’s also at ~20+%. think i can pay most of it in 2021 but feel like i have no recourse but to do it 20+ int

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Are utilization targets (%) always based on 40 hrs/wk, I.e 90% utilization = avg 36 billable hrs/wk?

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How is utilization at PwC calculated? Have been told if I'm hitting my full capacity per week, it hurts utilization to charge internal codes like excess travel, g&a for other work, and training hours

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Hours real talk. I've always been very "bill what I work" so that means light weeks I'm destroying my own utilization/billing initiatives instead. Meanwhile peers bill 40-45 regardless. Am I an idiot?

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I want to get my PhD, but all of the programs I want require a full time commitment for the first year. What are my options? Is a sabbatical an option? Or would I have to straight up resign? Utilization notwithstanding (I’m a GPS consultant)…is it possible to go part time? I completed my master’s full time while a full time Deloitte consultant. I know school can be done, but for PhDs they usually want you to also work as a TA. Additionally, I am not interested in online programs.

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Four days off in a row with MLK Day. Took Friday off. And still I just feel drained at the thought of going back to work tomorrow. Trying to hang in for a few months to see if the firm improves or if I’m hanging out my own shingle or finding a new firm. Anyone else?

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